Recruiter

Hover • San Francisco, CA

19h • Hybrid

About The Position

Hover helps people design, improve, and protect the properties they love. With proprietary AI built on over a decade of real property data, Hover answers age-old questions like “What will it look like?” and “What will it cost?” Homeowners, contractors, and insurance professionals rely on Hover to get fully measured, accurate, and interactive 3D models of any property — all from a smartphone scan in minutes.
At Hover, we’re driven by curiosity, purpose, and a shared commitment to serving our customers, communities, and each other. We believe the best ideas come from diverse perspectives and are proud to cultivate an inclusive, high-performance culture that inspires growth, accountability, and excellence. Backed by leading investors like Google Ventures and Menlo Ventures, and trusted by industry leaders including Travelers, State Farm, and Nationwide — we’re redefining how people understand and interact with their spaces.
Why Hover wants you
We're at an inflection point. Hover just closed one of our highest-output hiring quarters in recent company history — with one of our smallest recruiting teams — and we're building the model that will sustain that trajectory as the business scales toward its 2026 revenue goals. This role isn't about filling seats. It's about owning a process, contributing to a craft, and helping build something that genuinely works. If you're earlier in your recruiting career and looking for a place to grow quickly alongside experienced people who are invested in your development, this is that role. You'll operate in an environment where recruiting is respected, AI is already embedded in the workflow, and your instincts will be trusted from day one.
You will contribute by
You'll own sourcing and pipeline development across tech and go-to-market roles, using tools like Juicebox and LinkedIn Recruiter to identify and engage passive talent. A significant part of your week will be spent in close partnership with hiring managers. You’ll be coaching them to engage more deeply with candidates, move pipelines with urgency, and contribute meaningfully to the recruiting process. When something in a pipeline isn't working, you won't default to doing more of the same — you'll slow down, ask the right questions, and find a smarter path forward. You'll also help advance a recruiting-as-a-product approach, treating hiring managers as active partners in building their own pipelines and networks rather than passive requestors waiting on results.
Source passive talent through Juicebox, LinkedIn Recruiter, and referral campaigns across the business
Manage and optimize pipelines across multiple open roles simultaneously, using data to diagnose and address bottlenecks
Conduct first-round screens and manage candidate experience through the full process
Coach hiring managers to be more effective recruiting partners and candidate advocates
Use AI tools to automate routine tasks and improve process efficiency throughout the recruiting lifecycle
Contribute to pipeline diversity through intentional sourcing practices and diverse channel development

Requirements

• At least one year of full-cycle or sourcing-focused recruiting experience in a corporate or in-house environment
• Proficiency with an ATS — experience with Greenhouse is a plus but not required
• Demonstrated ability to source passive candidates and build pipelines beyond inbound applicants
• Strong written and verbal communication skills, with the ability to engage candidates and hiring managers clearly and professionally
• Comfort with data — you use it to prioritize your time, identify problems, and tell a coherent story about pipeline health
• Earlier in your recruiting career and looking for a role where you can grow quickly under experienced mentorship

Nice To Haves

• Familiarity with AI-powered tools (e.g., Juicebox, BrightHire, Claude, etc.)
• Experience recruiting for both technical and go-to-market roles
• Experience as a sourcer or a coordinator or recruiting operations
• Prior exposure to a recruiting-as-a-product or hiring-manager-forward recruiting model

Responsibilities

• Own sourcing and pipeline development across tech and go-to-market roles, using tools like Juicebox and LinkedIn Recruiter to identify and engage passive talent.
• Partner closely with hiring managers, coaching them to engage more deeply with candidates, move pipelines with urgency, and contribute meaningfully to the recruiting process.
• Identify and address pipeline bottlenecks using data.
• Advance a recruiting-as-a-product approach, treating hiring managers as active partners in building their own pipelines and networks.
• Source passive talent through Juicebox, LinkedIn Recruiter, and referral campaigns across the business.
• Manage and optimize pipelines across multiple open roles simultaneously, using data to diagnose and address bottlenecks.
• Conduct first-round screens and manage candidate experience through the full process.
• Coach hiring managers to be more effective recruiting partners and candidate advocates.
• Use AI tools to automate routine tasks and improve process efficiency throughout the recruiting lifecycle.
• Contribute to pipeline diversity through intentional sourcing practices and diverse channel development.

Benefits

• Competitive salary and meaningful equity in a fast-growing company
• Comprehensive medical, dental, and vision coverage for you and dependents
• Unlimited and flexible vacation policy
• Generous paid parental and new child bonding leave
• A day set aside each month to allow employees to recharge (Mandatory Self-Care Days)
• Recurring fitness classes, meditation/ mindfulness tools, virtual therapy, and family planning assistance (Remote Wellbeing Resources)
• Encourage continued education and will help cover the cost of management training, conferences, workshops, or certifications

What This Job Offers

• Job Type: Full-time
• Career Level: Entry Level
• Education Level: No Education Listed
• Number of Employees: 101-250 employees